Advice from the experts

• 

  "We like candidates to demonstrate an ability to think outside of the box. Problem solving and creative skills and above all a passion for, and knowledge of, our business."

  - Amanda Philips
  paddypower.com
• 

  "The cover letter is a useful way to communicate what doesn't always fit well in a CV. It's a chance to give a brief summary of key achievements indicating real value to a prospective employer. It might demonstrate a clear career focus or highlight areas of expertise relevant to the specific position."

  - Gary McCabe, Head of HR
  Kuehne + Nagle
• 

  "It's important a candidate highlights the specific position for which they are applying, even if the application is speculative. I like to see a brief summary of the candidates experience in the letter and also their availability for interview."

  - Alan Murphy, Director of Human Resources
  Northern Foods
• 

  "The three factors that most commonly let a candidate down are lack of enthusiasm or energy, bad mouthing previous employers or being unable to give satisfactory explanation for leaving previous roles."

  - Orla Cleary, HR Manager
  Premier Foods
• 

  "Your CV should be two to three pages at most. The interview is the place to get into higher levels of details on previous positions. "

  - David O'Reilly, HR Manager
  Sage
• 

  "Preparation for and confidence at an interview is down to three simple things: know your CV, know the job and know the company. "

  - Louise O'Donoghue, HR Generalist
  Unilever
• 

  "Make sure you research the company before interview. Dont just review the website, everyone can do that. "

  - Orla Cribben, Human Resources Officer
  Glanbia
• 

  "Avoid the old reliables when it comes to questions. I like to be asked questions that try and get to the heart of company culture, management style and how individual performances are assessed. "

  - Jennifer Boughton, HR Manager
  Version 1
• 

  "The three characteristics we look for in every hire are can-do attitude, leadership and problem solving."

  - Mary Gallagher, HR Manager
  General Electric
• 

  "If a candidate does not have questions for me at interview, I have to take the view that they are not interested in the job. "

  - Paul Vance, Head of Resourcing
  KPMG